What's the Purpose?!Performance Management is ACTIVE > ManagING Performance... not a one-time event, but a process to:Detect and eliminate barriers to effective performanceFocus student employee efforts in the right directionMotivate student employees to work toward departmental goalsHelp your student employee develop skills and competencies (i.e., PULs)Celebrate successesStrengthen communication and relationshipsWhat does this look like in action?... One ideal processRole-Play Scenarios!Craig PelkaStudent Employment ConsultantSource: Mindtools, Getting Real Results From Performance Reviews http://www.mindtools.com/pages/article/newTMM_32.htmNo matter what your system or process looks like, ground it in: IU UHRS Performance ManagementDetermine Major Job DutiesPosition Description & Job PostingsEducation & Experience QualificationsNecessary Knowledge, Skills, & AbilitiesDuties & Responsibilities (%)Skills/Experience GainedDefine Performance Standards for Each DutyHow the job is doneMeets expecationsDoes not meet expecationsExceeds expectationsDocument Job PerformanceBalanced evidence of both good performance and areas for growthCollect throughout a semester/year Written formShared with the student employeeEvaluate Job PerformanceLook at all of your evidence and documentationDetermine if/how you'll include feedback from othersConsider potential constraints on performanceEvaluate against the performance standardsHold Performance DiscussionsBefore the discussion... what are some considerations unique to student employees?Supervisor as coach/teacher?Make it a conversation about performance (not personality)Appreciative Inquiry & ListeningThere should be no surprisesAfter the discussion - considerations?Let's walk through some examples.What are some of the benefits of this?Source: http://www.indiana.edu/~uhrs/training/performance_management/evaluate.htmSource: http://www.indiana.edu/~uhrs/training/performance_management/document.htmSource: http://www.indiana.edu/~uhrs/training/performance_management/define.htmSource: http://www.indiana.edu/~uhrs/training/performance_management/determine.htmSource: http://www.indiana.edu/~uhrs/training/performance_management/discussions.htm Source: http://www.indiana.edu/~uhrs/training/performance_management/index.htmWhat does the person playing "supervisor" do well? Are there certain words the "supervisor" uses that you find effective / ineffective? Is there a balance of appreciation and areas for growth presented?Does the conversation include behavior-specific examples?DutyGreets customersAnswers phoneDustributes incoming and prepares outgoing mailMaintains filesDuplicates materialsPerformance StandardGreets customersopens office promptly at 8:00 a.m.consistency conveys friendly, helpful, professional mannerprovides accurate informationdemonstrates a customer service orientationsecures back-up for times of absences from deskmeets expectationsSuggestions & ConsiderationsCustomize these tools and processes to meet your own needsDon't recreate the wheelTiming?Who is involved?Level of formality?Ask and involved your student employeesOthers?

"Treat people the way they are and they will stay that way. Treat people the way they can become and they will become that way." Johann Wolfgang von GoetheScenario source: http://humanresources.cua.edu/res/docs/Session%203%20-%20Scenario%20Tips%20for%20CUA.pdf